The Connection of Employer Branding to Recruitment: A Critique

Weerawardane, Sonduru; Weerasinghe, T. D.

doi:10.4038/kjhrm.v13i1.47

Cited by 2 publications

(2 citation statements)

References 8 publications

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“…First, Maintaining employer branding to form a prominent company brand image is according to a statement (Weerawardane & Weerasinghe, 2018) that the more prestigious a company, the greater the opportunity for talent who are interested in joining the company because becoming a member of the company will improve their image. Second, maximize the publication of job vacancies on social media because according to (Hosain & Liu, 2020) social media is widely used for job search and can get potential talent.…”

Section: Discussionmentioning

confidence: 99%

“…Employer branding consists of things that are offered by the company such as a comfortable work environment, great benefits, facilities provided (Ahmad & Daud, 2016). The same opinion described by Weerawardane and Weerasinghe it can be mentioned that the more the company's image looks prestigious the more potentials will get attracted to the firm as being a member of the company will heighten its self-image (Weerawardane & Weerasinghe, 2018).…”

Section: Employer Brandingmentioning

confidence: 94%

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Establishing Recruitment Strategy for a Small and Medium Enterprise Engaged in Wedding Organizers

Proceedings of the International Conference on Industrial Engineering and Operations Management

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The event organizer company has been known in Indonesia since 1990. This company was founded to assist its clients in organizing an event. Most of the event organizers at that time were engaged in the music and art industries. As time goes by, there are opportunities to establish an event organizer for weddings. Many brides-to-be work, so they don't have time to organize their wedding. The SWO company, which is the object of this research, is a small and mediumsized enterprise engaged in wedding organizers. This study aims to assist the company in carrying out the recruitment process of its business. As a final result, researchers are expected to formulate the best recruitment strategy for the company. The researcher conducted an environmental analysis using the SWOT analysis technique and determined the strategy using the TOWS matrix to find the best strategy. There is four strategies that can be used by SWO, namely: maintain employer branding to form a prominent company brand image, maximize the publication of job vacancies on social media, enhance and ensure brand image is seen to improve recruitment process and attract talent, and also creating a referral system but there are still several stages of the recruitment process.

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Section: Discussionmentioning

confidence: 99%

Section: Employer Brandingmentioning

confidence: 94%

Establishing Recruitment Strategy for a Small and Medium Enterprise Engaged in Wedding Organizers

Proceedings of the International Conference on Industrial Engineering and Operations Management

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The power of e-recruitment and employer branding on Indonesian millennials’ intention to apply for a job

et al. 2023

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Companies need reliable employees to support their business. As e-grocery businesses in Indonesia continue to grow during the pandemic, various strategies are required to attract millennials. This study aims to prove the influence of employer branding, e-recruitment, and post-pandemic employee value proposition (radical flexibility, deeper connection, personal growth, and holistic well-being) in encouraging millennials to apply for jobs at e-grocery companies after the pandemic. Few e-grocery companies in Indonesia use employer branding and e-recruitment; this study attempts to combine these two variables to see the effect of their interaction on influencing greater millennial intentions. Using the latest experimental method, which is the experimental vignette method, we conducted three studies with a total of 619 millennial participants, who were recruited using the convenience sampling technique. All participants received a set of job advertisements as a stimulus. The results showed that e-recruitment could not significantly predict the millennials’ intentions when applying for jobs in e-grocery companies. Companies in Indonesia may need to analyze millennials’ familiarity with e-recruitment platforms, especially on company websites. However, employer branding successfully predicted millennials’ intention to apply for a job in e-grocery companies, which was not affected by the length of their work experience. Employer branding serves as a means of building job seekers’ trust through personal promotions. With this trust, job seekers are more motivated to apply to the company. When e-recruitment and employer branding were analyzed simultaneously, there were significant interactive effects on millennials’ intentions. Employer branding acted as a socialization medium to introduce e-recruitment and vice versa. E-recruitment served as a form of branding that could shape the perceptions and experiences of millennial job seekers. Lastly, the employee value proposition significantly predicted millennials’ intentions, where holistic well-being was the most sought-after value. It can support employees’ well-being and encourage them to make valuable propositions that will make e-grocery companies excel in Indonesian labor market.

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The Connection of Employer Branding to Recruitment: A Critique

Cited by 2 publications

References 8 publications

Establishing Recruitment Strategy for a Small and Medium Enterprise Engaged in Wedding Organizers

Establishing Recruitment Strategy for a Small and Medium Enterprise Engaged in Wedding Organizers

The power of e-recruitment and employer branding on Indonesian millennials’ intention to apply for a job

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